Career Planning and Succession Management

Developing Your Organization's Talent—for Today and Tomorrow

Inbunden, Engelska, 2015

695 kr

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Beskrivning

This timely guide explains how businesses can effectively integrate and coordinate career and succession planning programs to meet the personnel demands of the future.Drawing on their experience and expertise with workforce development, the authors of this book based its content on a single but important premise. With global economic instability, a slowdown in workforce growth, extraordinary competition for the best talent, and the rapid advance of technology, there is an immediate need to integrate career and succession planning programs. Explaining how to do just that, this practical, user-friendly guide is the first to link those critical business tools, showing readers how to prepare for tomorrow—and the many years after.The book presents a systematic approach through which businesses can integrate and coordinate career planning and succession planning programs. Part One makes the business case for moving beyond segregated career and succession planning and shows why they must be integrated. Part Two offers foundations for integration, while Part Three outlines the strategies that can make integration a reality. Part Four addresses the future of career development and succession planning. Other topics include the future of organizational infrastructure and the implications of a diverse workforce. Employee engagement and leadership development are also explored.

Produktinformation

Utgivningsdatum:2015-06-30
Mått:156 x 235 x 23 mm
Vikt:680 g
Format:Inbunden
Språk:Engelska
Antal sidor:336
Upplaga:2
Förlag:Bloomsbury Publishing Plc
ISBN:9781440831669

Utforska kategorier

Ledarskapsböcker inom Ekonomi och Ledarskap

Mer om författaren

William J. Rothwell, PhD, SPHR, CPLP Fellow, is president of Rothwell & Associates, Inc., and Rothwell & Associates, LLC, and professor of workforce education and development at the University Park campus of Penn State University, University Park, PA.Robert D. Jackson, PhD, is director of development for The TEAM Approach®, a talent consulting organization in Lancaster, PA. Cami L. Ressler, MEd, is owner and founder of Career Mobility, LLC, a consulting and talent management organization.Maureen Connelly Jones, PhD, is a partner at Rothwell and Associates, LLC, and is on the faculty at Penn State University.

Innehållsförteckning

PrefaceAcknowledgmentsPart I. Making the Business Case for Moving Beyond Career and Succession Planning: Why They Must Be IntegratedONE: Reflections on the Contemporary Business Scene: Why Career and Succession Planning Must Be IntegratedTWO: An Approach to Integrating Career and Succession Planning ProgramsPart II. Foundations for Integrating Career and Succession PlanningTHREE: Human Capital, Workforce Planning, and Learning and DevelopmentFOUR: Establishing an Infrastructure to Support the Integration of Career and Succession PlanningFIVE: The Diverse Workforce: Generations at WorkSIX: Competencies and Values: Keys to Successful Career Development and Succession PlanningSEVEN: Assessment and Evaluation for Career Development and Succession Planning ProgramsEIGHT: The Role of Technology: Using Information Management to Enhance Career Planning and Succession ManagementPart III. Strategies for Integrating Career and Succession PlanningNINE: Coaching and MentoringTEN: Self-Directed and Lifelong LearningELEVEN: The Self-Assessment Approach: Finding Value in a New MethodologyTWELVE: Emerging Leaders and Leadership DevelopmentTHIRTEEN: Employee EngagementFOURTEEN: Skill Gaps and Other Approaches to Employee Responsibility and Organizational ResponsePart IV. Addressing the Future Of Career Development and Succession PlanningFIFTEEN: The Future of Career Development and Succession PlanningSIXTEEN: Frequently Asked Questions and Their AnswersAppendixesAppendix 1. Pitching Transformation: How to Build a Business Case for HR and Talent Management SolutionsAppendix 2. Lexicon of Workforce-Related TermsAppendix 3. 2011 National Survey of Working America Commissioned by the National Career Development Association (NCDA), Appendix 4. Characteristics of Four Generations That May Be Found in the Same WorkplaceAppendix 5. Coaching vs. Mentoring: 25 Ways They're DifferentAppendix 6. Introduction to Talent Development Reporting Principles (TDRp)NotesIndex